Performance Review

Performance Review Takes a Page from Facebook

Successful businesses have conduct performance management reviews with its employees. This can be done annually, semi-annually, monthly or even more frequently. The purpose of performance management reviews are to evaluate employees on a standard scale, encourage communication and feedback between managers and employees and also advise tope performers at a company that they are valued and appreciated.

A firm, Accenture, recently implemented a very different type of performance appraisal system similar to Facebook that allows employers to post “status updates”, upload photos, and allow weekly goals to be visible by other employees. This system was implemented to provide ongoing feedback for employees. This paper discusses whether or not performance evaluations are even necessary if regular conversations are held with employees. Also discussed are the differences between different age groups and the effectiveness of the Facebook style performance management and whether the boss can benefit from better performance by employees by utilizing this style. Lastly discussed will be whether or not the Facebook style performance review aid or hinder the overworked American.

Agree or disagree with this statement and provide reasons for your response. “If you have regular conversations with people, and they know where they stand, then the performance evaluation is maybe unnecessary.”

Regardless of holding regular conversations with people, performance evaluation is never unnecessary. A known fact is that employees prefer to know where they stand, how well they are performing and what, if anything, they need to improve on. Many performance evaluations weigh heavily when determining pay raises and employee should know the reasons behind them either getting a raise, a partial raise or none at all.

According to Noe Hollenbeck, Gerhart & Wright (2011) reported that, “…employees have indicated that they are motivated and...